How to avoid complaints of gender discrimination in your workplace.
Today’s workforce is increasingly becoming more and more gender equal, with women regularly occupying leadership roles, across a range of industries which were in previous years considered ‘male only jobs’.
However, according to the Workplace Gender Equality Agency, whilst women make up approximately 46% of the Australian workforce, they are still taking home an average income of $283.20 less than males a week.
Gender discrimination is when a person receives unfair treatment based solely on their sex. This includes paying employees differently for performing the same job, hiring and training only one gender for a certain role, refusing to promote a women due to her pregnancy, and even sexual harassment.
Employsure prides itself on being a gender equal workplace, where staff members have access to the same rewards, resources and opportunities regardless of their gender. Below are our tips on how to promote gender equality in your workplace.
Educate your staff and yourself on gender equality.
Change starts at the top, so provide training for your managers on how to recognise discrimination if it takes place within their team, and how to suitably handle a situation to prevent it from reoccurring.
Every employer should have a solid understanding of anti-discrimination law, which prevents discrimination in the workplace. The law prohibits discrimination, harassment or victimisation based on many things, including sex. Employers must ensure they are complying with their obligations under this law, and one way to do this is the implement an anti-discrimination policy. An anti-discrimination policy clearly defines what is considered discrimination, and describes repercussions for anyone who is found to be acting in breach of the policy.
Promote equal opportunities and pay.
Employers should actively be encouraging equal opportunities when looking for new staff, and job opportunities should never be more tailored more towards one gender over another. Promotions should always be made based on an employee’s hard work and commitment to the company, not their gender.
All employees who undertake the same work should always receive the same pay. Employers can enforce this by establishing an equal pay policy. Included in this policy is that wages and conditions of jobs are assessed in a non-discriminatory way, which is done by valuing skills, responsibilities and responsibilities then remunerating employees accordingly.
No special rules for different genders.
No special rules should be ever be implemented employee based solely on employees’ gender. If a workplace has a clear set of rules which is only applicable to one gender, then they are encouraging and promoting a divide between the sexes. For a workplace to run smoothly and comprehensively, there must be a uniformed set of rules which apply to everyone.
It is good practice for an employer to show appreciation for the hard work performed, but they must be mindful to celebrate achievements of all staff members equally, regardless of their position within the company or gender.
As Australia’s leading workplace relations specialist, we can assist you with ensuring your workplace is an equal and fair one. Call us today on 1300 651 415 if you have any questions relating to gender discrimination.
Aged care and waste management workers in the ACT are now eligible for portable long service leave. From 1 July 2016, the ACT portable lo ...
The Fair Work Ombudsman has responded to the complaints of two young massage therapists working for a Victorian massage chain Lu’s Healthc ...